Developing Individuals, Teams, and Organisations: A Comprehensive Guide to HR Practices

This report explores the crucial role of human resource practices in developing individuals, teams, and organizations. It delves into the knowledge, skills, and behaviors required by HR professionals, analyzes the differences between individual and organizational learning, and examines the importance of continuous learning and professional development. The report also investigates the benefits of high-performance working and evaluates different approaches to performance management, highlighting their impact on employee engagement, commitment, and competitive advantage. Through a comprehensive analysis of these key concepts, the report provides valuable insights for HR professionals seeking to optimize their practices and drive organizational success.

DEVELOPING INDIVIDUAL, TEAMS, AND
ORGANISATIONS
1

Table of Contents
Introduction................................................................................................................................4
LO1............................................................................................................................................5
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.................................................................................................5
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills, and
behaviours and develop a professional development plan for a given job role.....................7
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................9
LO2..........................................................................................................................................10
P3 Analyse the difference between organisational and individual learning, training and
development.........................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance........................................................................................12
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.....................................................................................................14
D1 Produce a detailed and coherent professional development plan that appropriately sets
out learning goals and training in relation to the learning cycle to achieve sustainable
business performance objectives..........................................................................................15
LO3..........................................................................................................................................17
P5 Demonstrate an understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................17
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................18
LO4..........................................................................................................................................19
2

P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples of how they can support high-performance culture
and Commitment..................................................................................................................19
M4 Critically evaluates the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment.....................................21
D2 Provide a valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment, and competitive advantage.......................................22
Conclusion................................................................................................................................23
References................................................................................................................................24
3

Introduction
In business enterprise training, learning and development procedures play a most significant
role and these processes are executed by human resource department. For having a high level
of success and growth it is very much essential for business managers to focus on the
development of employees, groups and overall workplace. The current report would be based
on the Tesco Plc which is one of the most popular supermarket chains of the United
Kingdom, which is specialised in selling merchandise such as books, toys, clothes and so on.
At present this, Tesco wants to develop skills and knowledge of its workforce so that they can
accomplish desired organisational goals and objectives in an appropriate manner.
This report will analyse the skills, knowledge, and behaviours which are required by HR
professionals. Also, it will include the factors which should be considered while
implementing as well as evaluating development and learning within the workplace.
Moreover, there would be discussed upon the contribution of high-performance working.
Different ways in which performance management and effective communication support
high-performance culture will also be evaluated in this report.
4

LO1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
In a business enterprise, human resource manager plays a most important role because they
help the organization in developing successful business policies and strategies which build a
positive relation between senior management and employees, also their plans and procedures
help Tesco in generating a high level of financial profit (Wangand Ahmed, 2016). Tesco
Company gives core attention to its management people because they are the only individuals
who can manage the decorum as well as the future growth of the business enterprise. There
are different types of knowledge, skills, and behaviour which is based on KSB model and
also required by HR professional so that they can perform their roles and responsibilities in
most effective as well as in a systematic manner.
Skills Knowledge Behaviour
For becoming successful
human resource manager it is
very much important to have
good communication skills
because without them
manager cannot build
positive relationships with
his subordinates and also
cannot understand the
problems of subordinates.
Apart from this, he requires
good motivational,
recruitment and selection
skills so he can recruit
talented employees and
encourage them for
It is highly essential for HR
manager to have keep
knowledge about employee
and other legal laws which
implement on business
enterprise. By having this
type of knowledge he can
save the organisation from
financial or any other kind of
business loss. Apart from
this, he should keep
knowledge about the health
and safety practices which
will make employees safe
within the workplace.
Moreover, he should be
HR is the only person of
Tesco who listens to the
problems of employees and
provide fare salary to all
employees. So, it is
important for him to be a
good listener who will listen
to issues and problem of all
workers. Also, he should be
curious enough so that he
will help the organisation in
exploring new growth
strategies(Watkinsand
Marsick, 2015).
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contributing their efforts in
organisational growth and
development.
aware of fare pay scale
structure so no employee will
make a compromise with his
or her salary.
6

P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills,
and behaviours and develop a professional development plan for a given job role
Personal skill audit helps people in identifying their current knowledge and skills. In simple
words, it provides enough information about the current strengths and weakness so the
individual can take necessary actions to improve them (Wangand Ahmed, 2016). On the basis
of given personal skill audit of Jane Cambridge it has been evaluated that there are certain
training and development needs which she needs to fulfil and these are followed as under:
Training needs Development needs
 She needs to be getting training in
drafting contracts
 Also, she needs to improve her
knowledge of information
technologies so she can use digital
technologies in an appropriate
manner.
 Moreover, she needs to enhance her
communication skills so she can build
good employee relations within the
workplace.
 For becoming successful HR manager
she needs to develop her current skills
and abilities.
 Also, she needs continuous learning
programs for cooperating with
changing needs of the business
environment.
 Jane needs to increase her knowledge
in recruiting and selection process so
she can build a skilled workforce.
These are some learning needs of Jane which she can fulfil by taking help of professional
development plan which follows as under:
Skill required Objective Development of skill Time duration
Information
technology
To gain knowledge
about new
technologies and
understand current
For developing skills
in information
technology Jane
needs to take
1 Month at least
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technologies which
are used in a business
enterprise
practical classes in
which she can learn
that how to use
information
technologies
Communication
skill
To make effective
elation with a staff
member
For developing this
skill, HR
professional needs
maximum
participation in
conferences as well
as seminars
2 Months
Recruitment and
selection
To enlist and select
high skilled and
talented employees
For improving skills
in this are Jane needs
to enhance
knowledge about
different recruiting
methods and
selection techniques
2 Months
Motivational skill To encourage and
motivate the
workforce
For improving
motivation skills HR
needs to read
motivational books
by famous writers.
1 Month
8

M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation
As per the given personal skills audit, I have poor communication and information
technologies skills which may affect my performance in professional life. I think HR
professional should improve his or her communication, motivational, recruitment and other
skills so that he can provide a huge profit to the business enterprise. The given personal skills
audit shows that I need a training program for improving my knowledge in information
technology and communication skills. Apart from this, I need to develop motivational and
recruitment skills so she can build a strong workforce and encourage them in accomplishing
business goals.
As per my observation, I can improve my current skills and knowledge by taking help of
professional development plan because it addresses that how and when can I improve my
current skills and competencies.
9

LO2
Introduction
For having better business performance, the organisation should focus on learning and
development programs of employees. By providing them good training programs
organisation can easily develop their current skills which will definitely increase their
working efficiency. This section of the business report will analyse the difference between
training, learning, and development. Also, it will include the analysis of the need for
professional development and continuous learning.
P3 Analyse the difference between organisational and individual learning, training and
development.
By engaging employees in the learning process, Tesco can easily improve their skills,
knowledge, and competencies which will help the organisation in increasing profitability as
well as productivity. By taking help of learning, development and training activities
organisation can improve the efficiency and effectiveness of employees which will help them
in performing their given roles and responsibilities in an appropriate manner (Watkinsand
Marsick, 2015). Basically, there are two types of learning which are individual and
organisation which are different from each other. The individual learning mainly takes place
for developing the personal growth of employee whereas organisation learning focuses on the
overall development of business enterprise instead of particular employees. The different
between organisational and individual learning can be evaluated from below mentioned table:
Organisational learning Individual learning
 This type of learning program gives
core attention to the overall
development of organisation so that
business profit and productivity can
be increased.
 In this, business and individual goals
both are considered by the business
 On the other side, in individual
learning importance and preference is
given to personal growth and
development. In simple words, it is
used for a particular employee for
developing in a specific area.
 In this learning style, the employee
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enterprise.
 This approach is based on
transmitting information so that
employees can perform their given
task in a proper manner.
gives core attention to personal goals
and objectives.
 The individual is based on the self-
reflection in which employee analyse
their own strengths and weaknesses.
By evaluating above mentioned table, it can be said that organisational and individual
learning are two different concepts which focus on different aspects. For implementing both
individual and organisation learning Tesco has to take help of training programs so that it can
develop the skills and competencies of its workforce (Westand Altink, 2011). Training and
development are also two different aspects which can be determined by the below-mentioned
table:
Training Development
 It is a short-term as training is
provided for particular skills and
characteristics.
 Training is provided to those people
who will perform some new tasks and
responsibilities.
 In training programs, skills and
abilities of employees are developed
so that they can perform their given
roles in a proper manner.
 This is a long-term process because
this employee is developed for his
entire life.
 This is considered an on-going
process in which current employees
of Tesco develop their current skills
and knowledge for operating business
functions in more effective and
appropriate manner.
 On the other side, development
program improves skills of employees
so they can fulfil their future
professional needs.
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P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance
In the present time, almost all companies are taking help of digital and new technologies so
that they can improve their business function and generate more profit margins. For
cooperating with changing business needs and digital technologies Tesco have to provide
continuous learning programs to employees so they can understand the new technologies and
use them for the better welfare of business enterprise. Apart from this, there are various
reasons for which Tesco requires professional development and continuous learning
programs and these are followed as under:
Improved performance: Tesco is world's most popular supermarket chain which has a
highly skilled workforce. This organisation always organise training and learning programs
for its employees so that they can improve their current performance and operate business
function more effective manner as it helps corporation in accomplishing competitive
advantage in a competitive marketplace (Watkinsand Marsick, 2015).
Personal and professional growth: The employees of the business enterprise also demand
learning or training program so that they can have personal and professional growth and also
can secure their future life. The Tesco develop professional development programs so that its
employees can improve their current efficiency as well as effectiveness which will contribute
to organisational growth as well as development.
Improving performance in current job: Sometimes, Tesco provides learning and
professional development programs to those employees who want to develop their current
performance in current job roles. By taking help of continuous learning employee can
increase their working efficiency and perform given task is such manner which will help
Tesco in increasing its sales revenue and future business growth (Westand Altink, 2011).
For making employees advance: The digital technologies require continuous up-gradation
and for cooperating with advanced technologies Tesco have to provide continuous learning
programs to them. By providing continuous learning and development programs to
employees Tesco can make them advance in all streams which will help the organisation in
improving its organisational efficiency as well as effectiveness.
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Motivation: For increasing the confidence and motivation level of employees, Tesco
provides them time to time learning and professional development programs so that they will
remain enthusiastic and contribute their hard efforts in accomplishing organisational goals
and objectives.
13

M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development
There are different theories of learning cycle such as Honey and Mumford, Kolb and fry and
so on. The Tesco Company follows experimental learning cycle which is divided into three
stages which are concrete experience, reflective observation, abstract conceptualisation and
active experimentation. This learning cycle is influenced by the Kolb’s learning theory
because it highlights the significance of continuous professional development. In concrete
experience, current knowledge and learning of employees are evaluated (Wangand Ahmed,
2016).
On the basis of current information and knowledge, individual reflect his own strengths and
weaknesses. After doing that, he concludes that in which areas he is good and in which areas
he wants to improve his knowledge. With the help of this theory, Tesco can easily implement
continuous professional development plan within its workplace and improve its employee's
performance on regular basis.
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D1 Produce a detailed and coherent professional development plan that appropriately
sets out learning goals and training in relation to the learning cycle to achieve
sustainable business performance objectives
Professional development plan
Professional skills How to develop Time period
Communication skill The most important role of the human
resource manager is to communicate
well with other staff members. For
developing communication skills HR
manager needs to participate in
conferences and seminars where he can
get chance to interact with lots of people
(Martinsand Terblanche, 2016).
2 Months
Motivational skill The HR manager has to motivate his
subordinates on a regular basis so that
they will contribute their efforts in
achieving desired business goals. The
most simple way of improving
motivation skills is motivation books,
by reading them manager can easily
motivate his subordinates for desired
work.
1 Month
Recruitment and selection
skill
The recruitment and selection is a most
important function of HR manager as it
helps him in recruiting highly skilled
workforce. For improving knowledge in
this area, HR manager should learn
about the different recruitment methods
2 Months
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like internal sourcing, external sourcing
and so on.
Conclusion
Thus, it has been concluded that learning cycle theories helps a lot in understanding the need
for continuous learning and professional development. Apart from this, learning theories
helps an individual in learning new skills and knowledge in most effective manner.
Moreover, individuals can take help of professional development plan for accomplishing their
learning goals as well as objectives.
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LO3
P5 Demonstrate an understanding of how HPW contributes to employee engagement
and competitive advantage within a specific organisational situation
High-performance working is that effective framework of organisation which helps it in
accomplishing competitive advantage (Aguinis and Kraiger, 2011). In high performance
working, human resources of Tesco work in such a manner so they can increase profitability
as well as the profitability of the business enterprise. Tesco also takes help of HPW concept
so that it can increase communication as well as cooperation level between workers. The
high-performance working allows a business enterprise to operate business activities as well
as practices as per business environmental factors. In simple words, by taking help of HPW
concept Tesco can easily respond to the needs and wants of the business environment.
In the present time, almost all large organisations are suffering from the market competition
because of advanced digital technologies and globalisation. To survive in a competitive
marketplace it is essential for Tesco to focus on high performance working because it helps
employees in engaging into the organisational system and produce results desired by senior
managers. The concept of high-performance working increases the involvement of employees
and other organisational resources so that they can carter good performance towards the
success and growth of business enterprise (Aguinis, 2015). If all the employees of the
organisation will cooperate with each other than they can operate business function in a more
effective manner which will help the business enterprise in producing quality products which
basically improve the performance of the organisation and also will help in accomplishing
competitiveness over market competitors.
There are various theories of employee involvement such as proper delegation of work and
autonomy in a decision-making process. With the help of these theories, Tesco can easily
increase engagement and involvement of workers in the decision-making process which will
increase the confidence of workers and also will encourage them to contribute their efforts in
achieving a competitive advantage within the competitive marketplace (Beckhard, 2010). For
example, if Tesco wants to accomplish competitiveness over competitors then it should
delegate the work and responsibilities to employees so they can perform their given roles in
an appropriate manner and generate more profit margins as compared to market competitors.
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M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation
In the present time, high market competition is creating huge problems for Tesco as it
decreases the market share and sales revenue of business enterprise. In this situation, the
organisation should take help of high performance working as it increases the level of
employee engagement and also helps the organisation in achieving competitive advantage.
Apart from this, high-performance working develops positive attitude in employees which
makes them more responsible towards their given tasks and roles (Davieand Nutley, 2010).
The positive attitude of workers increases the level of innovative and creative thinking which
helps them in performing their roles in more effective manner. By following the concept of
high performance working Tesco can easily increase cooperation within and outside the
organisation. The biggest advantage of high-performance working is that it increases the level
of cooperation among employees which basically increasing organisational productivity and
results in high-profit margins. By increasing financial profit of the business, Tesco can easily
achieve a competitive advantage within the workplace.
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LO4
P6 Evaluate different approaches to performance management (e.g. collaborative
working) and demonstrate with specific examples of how they can support high-
performance culture and Commitment.
Performance management is that business concept which is used by HR managers for
managing and maintaining the performance level of employees. For having better growth and
development of the organisation, it is very much important for human resource manager of
Tesco to take help of different approaches of performance management and manage the
performance of employees in most effective as well as in systematic manner (Davieand
Nutley, 2013). There are various approaches to performance management, some of the
approaches which are followed by Tesco Plc are an attribute, collaborative working, and
comparative approach. All three approaches help human resource managers in evaluating the
current performance of employees and making necessary changes in improving their current
performance so they can perform their given roles in an appropriate manner.
(Source: Dey, 2017)
In collaborative working, human resource managers encourage employees to work together
so that they can perform business functions in more effective manner and also can build
positive relationships with each other. In case of organisation disputes or conflicts, Tesco use
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this approach as it helps in decreasing the level of disputes and improves cooperation level
between employees. In simple words, the collaborative approach helps in creating positive
organisational culture (Griffith, et. al., 2011). Apart from this, a comparative approach is that
approach of performance management in which human resource manager compares the
performance of an employee with others. The Tesco Company choose this approach so that it
can encourage all employees to give their best efforts. For achieving positive results from
senior employees also make a commitment about their future performance.
Apart from this, there is another approach namely attribute in which skills and characteristics
of employees are compared by set skills and characteristics. If employees do not meet with
their set criteria then it means they require training and learning programs so they can
develop their current skills in an appropriate manner. The attribute approach always
encourages employees to meet their desired goals which directly or indirectly promote
performance culture within the workplace. Hence, by taking help of above-mentioned
approaches, Tesco can easily promote performance culture and commitment within its
workplace.
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M4 Critically evaluates the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment
As per the point of view of Harvey, et. al. (2012), Tesco takes help of three different
approaches of performance management for managing the work quality of employees. The
collaborative approach focuses on collaboration which helps employees to work on common
business goals and objectives. The negative side of collaborative approach is that sometimes
chances of conflict increase due to different working styles of employees which influence
negative impact on the performance culture of business enterprise. Apart from this, the
comparative approach helps HR managers by making clear that to whom they should
promote a higher position. At the same time, this approach decreases the moral level of some
employees which affect their performance as well as entire organisational culture.
Moreover, the attribute approach encourages employees to meet their desired learning and
training objectives so that they can improve their efficiency and effectiveness but in case of
poor performance employee lose their hope as well as confidence which affect their personal
and professional growth.
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D2 Provide a valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment, and competitive advantage.
The high-performance working is that business concept which helps Tesco in creating good
and collaborative working environment in which employees perform their given task with
mutual understanding and knowledge. Basically, high-performance is that aspect which
promotes the level of communication and cooperation within workplace which helps Tesco in
increasing employee's involvement in the decision-making process and other necessary
actions. Apart from this, if all employees will perform well in their fields then it will
influence positive impact on the profitability and productivity of Tesco which will help it in
achieving competitiveness over market competitors (Ilgen, et. al., 2017).
Moreover, by developing high-performance working environment Tesco can encourage its
employees to make a commitment towards their future goals and objectives. Hence, it can be
said that high-performance working really helps the business enterprise in increasing
employee's involvement and achieving a competitive advantage within the competitive
business environment.
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Conclusion
By summarising above mentioned discussion, it has been concluded that training, learning,
and development are most important activities which help the organisation in developing
skills and knowledge of its workforce so that they can deal with business challenges. For
becoming successful HR professional, it is very much important for an individual to have
proper knowledge and skills in HR field. For leading at a high level of success, Tesco should
provide training and learning programs to its employees so they can enhance their knowledge
and perform their given roles in an effective as well as in a systematic manner so the
organisation can generate more profit margins. In this report, the need for training and
development has been evaluated because it helps in increasing efficiency and effectiveness of
employees. By increasing level of high-performance working, Tesco can easily increase
employee’s engagement and achieve competitiveness over market competitors. Moreover,
collaborative working and effective communication are two major approaches which can be
followed by Tesco for improving the performance of its employees as well as the workplace.
23

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